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This chapter examines the implications of career achievement for divorce, and whether they differ for men and women. Consistent with theory suggesting that women’s workplace achievement violates traditional expectations of gender and marriage, therefore creating domestic strain, the authors predict that career achievement is associated with a greater risk of divorce for women, but not for men. Using data from the Academy Awards, the authors find that for women, a sudden shift in achievement from winning an Oscar increases their risk of divorce compared to Best Actress nominees. There was no difference in the risk of divorce between Best Actor winners and nominees. The authors additionally examine two potential mitigating factors: whether the actor was already successful at the time of their marriage, and whether their spouse was comparably successful. For Best Actress winners, but not for Best Actor winners, the authors find evidence for the latter, indicating that women’s marriages are more stable when spouses are equally successful, or when relative achievement within the couple aligns with broadly-held norms of traditional marriage.

In organizations, it is common to talk about how wisely people manage their emotions. Even so, it is often not obvious whether a particular act of emotion regulation is wise or unwise and, to date, research has provided little guidance to judge the wisdom of emotion regulation efforts. We develop a model that construes wise emotion regulation as a process that involves: (a) setting an effective emotion regulation goal, (b) choosing an appropriate strategy to achieve that goal, (c) implementing that strategy effectively, and (d) adapting emotion regulation over time. We also develop propositions linking emotional intelligence to wise emotion regulation. Finally, we discuss the implications of our model and propositions for research and practice.

An optimal network design model is formulated providing a set of link investment pattern for the most reliable network with highest network performance under uncertain conditions. The connectivity probability of a link is assumed to be improved by the investment to the link. The object function is represented as the expected performance measure. The formulated model is categorized in a group of stochastic network design problem in which the existence of a link is probabilistic. The characteristics of the gradient vector of the objective function are analyzed. The derivatives of the objective function can be approximately evaluated without enumerating all possible network state vectors. Numerical examples are calculated for analyzing the sensitivity of optimal investment policies.

Incentives are effective at enhancing productivity, but research also suggests that performance incentives can have “unintended negative consequences” including increases in hazard/injuries, increases in errors, and reduction in cooperation, prosocial behaviors, and creativity. Relatively overlooked is whether, when, and how incentives can be designed to prevent such negative consequences. The authors review literature in several disciplines (construction, healthcare delivery, economics, psychology, and [some] management) on this issue. This chapter, in toto, sheds a generally positive light and suggests that, beyond productivity, incentives can be used to improve other outcomes such as safety, quality, prosocial behaviors, and creativity, particularly when the incentives are thoughtfully designed. The review concludes with several potential fruitful areas for future research such as investigations of incentive-effect duration.

With a focus on Canada, but framed by similar and shared concerns emerging in the United States, this chapter examines the current status of what constitutes and defines academic freedom for academic librarians and the rights and the protections individual, professional academic librarians have with respect to the freedom of speech and expression of their views in speech and writing within and outside of their institutions. It reviews the historical background of academic freedom and librarianship in Canada, academic freedom language in collective agreements, rights legislation in Canada versus the United States as it pertains to academic librarianship, and rights statements supported by Canadian associations in the library field and associations representing members in postsecondary institutions. The implications of academic librarians using the new communication technologies and social media platforms, such as blogs and networking sites, with respect to academic freedom are examined, as well as, an overview of recent attacks on the academic freedom of academic librarians in the United States and Canada. Included in this analysis are the results of a survey of Canadian academic librarians, which examined attitudes about academic freedom, the external and internal factors which have an impact on academic freedom, and the professional use of new communication technologies and social media platforms.

African American males experience acute or chronic stress from discriminatory treatment and racial microaggressions, decreasing their biopsychosocial health. Racial microaggressions include but are not limited to merciless and mundane exclusionary messages, being treated as less than fully human, and civil and human rights violations. Racial microaggressions are key to understanding increases in racial battle fatigue (Smith, 2004) resulting from the psychological and physiological stress that racially marginalized individuals/groups experience in response to specific race-related interactions between them and the surrounding dominant environment. Race-related stress taxes and exceeds available resilient coping resources for people of color, while many whites easily build sociocultural and economic environments and resources that shield them from race-based stress and threats to their racial entitlements.

What is at stake, here, is the quest for equilibrium versus disequilibrium in a society that marginalizes human beings into substandard racial groups. Identifying and counteracting the biopsychosocial and behavioral consequences of actual or perceived racism, gendered racism, and racial battle fatigue is a premier challenge of the twenty-first century. The term “racial microaggressions” was introduced in the 1970s to help psychiatrists and psychologists understand the enormity and complications of the subtle but constant racial blows faced by African Americans. Today, racial microaggressions continue to contribute to the negative experiences of African American boys and men in schools, at work, and in society. This chapter will focus on the definition, identification, and long-term effects of racial microaggressions and the resultant racial battle fatigue in anti-black misandric environments.

Microaggressions have gained heightened attention in academic milieus (Solórzano, Ceja, & Yosso, 2000). Originally Pierce (1995) defined microaggressions as “subtle, stunning, and unconscious put-downs of those in inferior status” by a collection of individuals in power (p. 313). Sue (2010) suggests that specific interactions involving race, gender, disability, sexual orientation, religion, class, etc. can be susceptible to a potential racial microaggression.

This chapter will begin with a summary of the rewards and challenges of my doctoral journey. I will share highlighted perspectives from a faculty socio-cultural phenomena perspective. Next, the chapter will explore the phenomenon of monochromatic microaggressions (MM) through the lens of my initial experiences as a new and unknown tenure track Assistant Professor and African American (AA) female.

An additional motif presented in this narrative is a discourse on silent forms of microaggressions and monochromatic microaggressions, both in and out of the classroom (Hendrix, 2007). Monochromatic microaggressions represents hostilities from two distinct, yet combined, groups of individuals at the same time. The term connotes concerted and combined microaggressions and MM associated with the dominant group and horizontal violence perpetuated with oppressed groups. Both groups, identifying from different plateaus, elicit a duality of enmities (e.g., one from underprivilege and the other from privilege).

The intention of this narrative is to write a new future, provide mentoring to those that may be vulnerable to similar experiences and to encourage resilience and broad networking. This chapter presents a personal, transparent, inspirational, but heartfelt narrative.

Unlike Joss Whedon's cult series Buffy the Vampire Slayer (1997–2003), Angel (1999–2004) and Firefly (2002–2003), Dollhouse (2009–2010) is largely considered to be both a critical and commercial failure. Dollhouse is often dismissed as Whedon's worst television series, with critics citing their discomfort and disgust in watching hero Echo's (Eliza Dushku) repeated exploitation. Unlike other popular acclaimed TV series featuring a female action hero like Xena: Warrior Princess (1995–2001), Alias (2002–2006) and Nikita (2010–2013), the hero of Dollhouse is not empowered from the series' outset, but rather she slowly comes to her power and agency due to various traumatic and violent experiences. This chapter argues that Dollhouse stages a reworking of the cinematic female action hero figure by delaying empowerment and forcing the audience to linger in the hero's lack of agency. Dollhouse enables an unpacking of the female action hero popularised in films like Terminator 2: Judgement Day (1991), Long Kiss Goodnight (1996), The Fifth Element (1997) and the Alien franchise (1979, 1986, 1992, 1997). By exposing the mechanics of hero-creation, Dollhouse forces viewers to consider how heroes are made and who is exploited in the process. As such, this chapter considers Dollhouse as an intervention into the female action hero film and television cycle through an analysis of how the series adheres to and subverts the tropes of the cycle.